過去的研究表明，時間竊盜不僅會導致生產力損失和工作效能下降，還會對組織氛圍和個人心理狀態產生負面影響，時間竊盜行為作為一種反生產力行為對組織和個人都具有重要影響。因此本研究旨在探討時間竊盜行為在組織內的重要性，並基於社會認定理論所衍伸的意涵，進一步探討個人工作適配和組織認同與時間竊盜行為之關係。
本研究於一個個案公司中進行全體同仁之網路問卷調查，共計獲得 973 份有效樣本，結果顯示(1)個人工作適配會負向影響時間竊盜行為。(2)組織認同在個人工作適配和時間竊盜行為之間具有中介效果。(3)職涯停滯可調節組織認同與時間竊盜行為之間的負向關係，當階層停滯越高時，組織認同與時間竊盜行為的負向關係會越弱，反之，當階層停滯越低時，組織認同與時間竊盜行為的負向關係會越強。透過這項研究，本研究期望提供有關時間竊盜行為的前因探討，並為組織管理和人力資源管理提供實務建議。

Past research has shown that time theft not only leads to productivity loss and a decline in work efficiency, but also hurts the organizational atmosphere and individual psychological states. Time theft, as a counterproductive work behavior, has significant implications for both organizations and individuals.
Therefore, this study aims to explore the significance of time theft behavior within organizations and, based on the implications derived from Social Identity Theory, further investigates the relationship between Person-Job fit, organizational identification, and time theft behavior. This research conducted an online questionnaire survey among all colleagues in a case company, and a total of 973 valid samples were obtained. The results showed that (1) Person-Job fit negatively impacts time theft behavior. (2) Organizational identification mediates the relationship between Person-Job fit and time theft behavior. (3) Career plateau can moderate the negative relationship between organizational identification and time theft behavior. As career plateau increases, the negative relationship between organizational identification and time theft behavior weakens. Conversely, when career plateau is lower, the negative relationship between organizational identification and time theft behavior strengthens.
Through this research, this study hopes to explore the antecedents of time theft behavior and offer practical suggestions for organizational management and human resource management.

論文審定書 i
摘要 ii
Abstract iii
目錄 iv
圖次 vi
表次 vi
第一章 緒論 1
第二章 文獻探討 3
第三章 研究方法 11
第一節 研究架構與研究假設 11
第二節 研究對象與施測程序 12
第三節 研究工具 14
第四節 資料分析方法 19
第四章 研究結果 20
第一節 驗證性因素分析 20
第二節 相關分析 20
第三節 假設檢定 23
第五章 研究結論與建議 28
第一節 研究結論、討論與發現 28
第二節 管理實務意涵 30
第三節 研究限制及未來研究建議 31
參考文獻 33
附錄 40

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